Apr 9 2012:
Undedrstand you think the answer was not to the point, but if we keep aside people for the time being then what will organization look like ?

Does organization mean a Brand Name only ? Even if it is so , who made that Brand ? Is not it people behind ?

If it is Trust, Empowerment, Service delivery , Culture, Openness, Innovation, Job satisfaction and so on.....are not those again related to people to execute ?

That's why People issue is so pivotal & feel it answers your question. You being CEO I am sure you are well aware of it.

Also I am pretty sure you also practice in your organization the common HR practice named 'Exit Interview" to know why people leave......me as an employee and keen observer of the issue with multiple country experiences I feel that doesn't work......despite of many cultural variations usually leaving employee doesn't speak their heart as s/he need to be in the job market....and who knows the boss whom s/he is leaving can have influence in the next job s/he is looking for...

Just sharing one incidence......one of my team members in a country whom I rewarded and recognized well, shortly after that decided to leave. That person was a star for me, whom I didn't want to lose so requested HR to have a thorough Exit interview. HR did and gave me the feedback that the star performer is leaving because there is a better salary offer + better work life balance from a competitor. Not being convinced, wanted to have another round of informal exit discussion with me....result was same as HR told me.

After many months when I was leaving my that assignment to move to another country in the same company got call from that ex-STAR, offering me a lunch invite (Exit Lunch for me :) ) I accepted.....During lunch the person told me the real reason of leaving team was immediate boss, who was treating the person discriminately though I valued, but I am not day to day supervisor / coach of that person....

Apr 14 2012:
Glenn
In case you haven't figured it out yet, loyalty is a human trait. We have that trait for a reason. To apply it to an organization or brand is anthropomortizing. I have NO loyalty for brand or organization. It is just silly and a complete waste of time and energy. As long as I am getting paid by my employer I will stay, if not I am gone. That is business. If a brand works, I will use it. If it cheaps out and ceases to be as effective, I will not use it anymore. Or if something comes out that has better results I will switch. This is not rocket science.

Apr 14 2012:
Then you are an anomaly Linda because most people will buy things regardless of the quality so long as it is from a company they trust and they will continue to support a company even when that organization is found to be doing bad things. And many people will stick with an organization if it is aligned with their own goals regardless of the pay.

Organizations are simply Ideas put into action and People are the lifeblood of Ideas. So an Organization will quite often have Human characteristics/traits that inspire or discourage loyalty.

So the better answer would have been about what inspires you in people, instead of trying to turn this into a debate when it is clearly in the Questions category. This is not rocket science :)

If you doubt what I am saying above, simply read everyone else's replies.

Apr 15 2012:
Well Glen, You didn't like the first answer. So I clarified and you didn't like that one either. I am not trying to debate this. There is nothing to debate. I am somewhat amused that you keep telling me what my answers should be. Interesting. Says a lot. I am not posting my answers to substantiate your reality. Either you are interested in answers or don't ask the question.

Apr 15 2012:
Oh I am very interested in answers to the question that was asked. Your first response did have a lose connection to the what your answer should be "about" (not "be", but "be about", there is a difference). I did recognize this connection in my reply and even gave you a thumbs up for it. Also in my reply I was merely clarifying what I was looking for with my original question. No need to get hostile.

And just in case there is still some confusion I was specifically talking about "what traits organizations have that inspire loyalty", not "whether or not you think it is a good idea to be loyal to organizations". Loyalty being an automatic or trained response to admirable/respectable traits.

Apr 15 2012:
"Then you are an anomaly Linda because most people will buy things regardless of the quality so long as it is from a company they trust and they will continue to support a company even when that organization is found to be doing bad things."

Glenn, Linda is not alone in this.....many of us women. who usually do the shopping and cooking, are always alert to decline in quality.....we will switch companies, or brand names, if they are not up to our standards.....I will agree with you to a certain degree though....because look, sometimes people don't know what they are buying, they see everybody with a certain brand name, and bam, they go out and buy it......regardless of the quality....."the path of least resistance".....

In a way both of you are correct.

I can't imagine buying any brand of anything that will leave me with a bad conscience. But that't me.

AND.....While t's wonderful to work at a place that promotes the ideals you believe in.... that in and of itself is a rarity.....unless you are working for an NGO, or a charity...or the like....and even then, if you just don't feel welcomed and respected, and your ideas are not heard.........why stay?..........of course, some people have no choice...they have bills, and what not.

I honestly think it makes no difference with the gender, nor with the kind of organization. Just look at Google, Apple, Microsoft and most of the tech and food industries including fast food. Everyone knows McDonanlds is bad for you but many still go regardless. Microsoft (windows) is notorious for being a much more expensive route in development vs going Open source(linux) yet MS has the biggest market share despite not always being the best solution.

Apr 15 2012:
@ Glenn. You call me an anomaly, try to tell me what to say, and then tell ME I am hostile. If it wasn't so pathetic I might be angry about now. You don't even see that what I am telling you is important if you are looking to inspire loyalty.

@ Mary. You make good points. I do know some people will buy a brand just because of the brand. I have never had the luxury of having expendable cash to do something like that so my experience is limited in that area.

Apr 15 2012:
Being an anomaly is not an insult, and if you took it that way you have some defensive issues, (look up the word, i just means not standard). As I mentioned in my last reply, I did acknowledge the benefit your initial reply had in it. I also did the same thing in my initial reply to you. If you walk around with you gun out or your sword drawn, expect to always find enemies when there are none. Look at the words you are using towards me and then look at mine. Just because I am seeking a better answer that directly pertains to the question doesn't mean I am attacking you or find no value in what you say.

My words are not inflammatory and many of them are actually positive reinforcements. I even gave you a Thumbs Up. Your's however are blatant attacks or passive-aggressive jabs at my character and/or intelligence level. Please note these points because they do matter.

People have written books about that kind of behavior but don't take my word for it. The choice is your though, either be the writer or be the subject.

Apr 16 2012:
"I have never had the luxury of having expendable cash to do something like that so my experience is limited in that area."

Ditto for me.....well, even though I have had my share of success......I am simple minded, sensible, frugal......my mom has another word for me....but let's not go there.

I'll tell you what happened today. My daughter starts laughing out of the blue, and I ask why. She says "mom, can you imagine if we had bought all the silly bands when they were in style, what a waste of money that would have been?.....nobody wears them anymore."

We try not to be followers of trends, and do our research before spending time and resources on nonsense......I chalk it up to my critical thinking skills.....which, by the way, we are discussing in another conversation started by Jaime Lubin...You might want to check it out, if you haven't already.

Apr 15 2012:
Seriously? I did not call you any names. I did not tell you you were incorrect. I did not attack your character or intelligence. And you are very correct. There are book written about this behavior.

Apr 15 2012:
Would you like for me to point it out for you? Very well.

"This is not rocket science". (Yes I did say this to you in turn which was meant to point out the irony)

"I am somewhat amused that you keep telling me what my answers should be. Interesting. Says a lot." Here not only are you wrong about the point you were making but you even tried inferring a negative about my character. (If you didn't catch it the book reference was tossing your own words back at you)

"If it wasn't so pathetic I might be angry about now." This one is obvious.

These are all passive aggressive jabs. Isn't there a TED talk about how guilty people rarely admit fault? That is what is happening here, your amygdala is overriding most if not all of your reasoning skills and you are getting defensive over being told you were wrong.

At each turn I have not attacked you, simply pointed out where you were wrong. Even though you acknowledged my point when Mary made it for me. Your understanding of what loyalty means is obviously skewed by your description of it being a human trait that we can't ascribe to non-human objects. If this where true then why do we have loyalty towards nations, football teams, states, or even family names/crests?

It is not bad to be wrong. It is however bad to defend being wrong. Be well Linda.

Apr 27 2012:
In order to become loyal for company, it is important to see your higher management sticking with the company for years... in case they are moving out at regular intervals, faith of lower management decreases. Its important for any organization to keep hold on its higher management, and having a retention policy of at-least 5 years for them. Those who have climbed the corporate ladder by their seniority and not by merit, shall be excluded from this practice.

In my view it is impossible to have loyalty to an organization or to a brand. Humans can be loyal to other humans, even to some animals (our pets, usually), but to try to extend the term "loyalty" and bring under its umbrella a brand, or a company creates ambiguity around it

If you have a great job, and you respect and admire many of your co-workers, it is very likely that you will develop a feeling of loyalty towards them. This is not, however, loyalty towards a particular employer, but loyalty towards specific individuals.

If all those individuals are removed from the company, i would suspect that this feeling of loyalty would be greatly diminished. Work ethics could replace it, as we all try to do our best and work in an honest and efficient way. But work ethics does not equal loyalty

Brand "loyalty" is a different kind of monster. We humans are creatures of ritual, and our brains prefer the things that we know over things unknown. If i have used an apple computer for years and someone comes with a "pear" brand of computer, even if i see them to be identical in functionality, my subconscious will drive me to prefer the one i know. Marketing specialists know this fact very well, and exploit it to create the perception of "brand loyalty". They also use our subconscious weakness against peer pressure and our subconscious need to feel that we belong to the "in" group. I would not call this drive "loyalty"

Have you ever felt loyalty for an organization completely independent from its individuals? or, have you ever felt loyalty towards a brand (excluding that "loyalty" based on peer pressure or group belonging) and such loyalty not being the result of an interaction with another individual?

To me, understanding these two facts can form the basis of developing and fostering loyalty within individuals in an organization, and developing loyalty from a customer through their personal experiences with support or sales staff.

Apr 27 2012:
Loyality is a great word and smb must deserve it. When companies are displaying their loyality to the staff or to the concrete person, then for sure this company can expect this loyality in return. For example, when company highly values every employee, doesn't think to pay or not to pay for their job, provides training and career enhancement, then employees are glad to thank the company with their loyality, because they view their future and person development in this company which will benefit both company and staff.

Apr 28 2012:
As you say, loyality between companies and employees comes from benefit on both sides. But it is difficult to continue such a good relation because companies and staffs are seeking for each benefit.

I reckon that if I make it obvious that I am being genuine about myself, others will invariably be genuine towards me. This seems to self-perpetuate a feeling of mutual trust and loyalty with that person. Someone has to make the first move - why not me?

With many organisations it is different. I have found that genuineness seems to be incompatible with the organisation's main goals and aspirations. I think it has something to do with businesses thinking of themselves first and foremost as money-making entities, rather than producing products and services that actually please people - and genuinely wanting to continue to please them long after the initial sale has been made.

Being genuine, respectful and honest with customers inspires solid loyalty. That is the foundation on which profits should be built up. Short-sighted organisations who disingenuously put profiteering first at the cost of end-user loyalty, do not last long. And I for one, am very thankful for that.

Apr 30 2012:
In my experience I find people want to be respected and heard no matter what our station in life. We all want to know that what we do and who we are makes a difference. We all want to be appreciated, some publicly and others privately. When the employee feels they are valued by the employer,( not just employee #32478), and we take the time to see them as a person and appreciate thier contributions, add to that a sense of purpose and I believe you have a recipe for loyalty.

1. Act by reducing the ego as often as possible. All tasks carried out as what it is but without the accompanying too high for ego.

- Benefits: (attitude) controlling ego unconsciously has an effect on our attitude to be more calm and exudes a friendly and give an honest response of tolerance from others.

2. Instead of trying to enforce loyalty to the company or to defend the company, i'd rather to defend the main objective in the work that is to be able to share the goodness, for the family, yourself or friends.

- Benefits: People always tend to unconsciously narrowed in the quality, so if we put the area of ​​corporate loyalty, then over time, will be narrowed to personal loyalty (ego) and we will fail to get the benefits as described in point 1.

But by extending the work to share their goals, so hopefully always broader than loyalty to the company, so the area of ​​corporate loyalty was also obtained, and when there is narrowing of loyalty, then the narrowing is not so fast, and enough for us to realize there is a decrease in the quality of ourselves and quickly make a correction without stuck to the narrowing of the area of ​​corporate loyalty or merely personal interest.

These two important actions when performed by the top brass at the company, it will emit a friendly working atmosphere, tolerance, which may end up to the loyalty of a vast and difficult (not easy) to fade so quickly.

The secret behind this is: controlling ego. By mastery controlling ego, we can dominate wisely without the other person feel dominated. And for ourselves, it prevents us from being excessive, and enables us to intuitively act in a fair way. Soon, (hope) this will inspire loyalty silently.

Why the key of this lies in maintaining a proper ego. I think this is because the simple truth i believe that "OUR FALLACIES CENTERED ON DIFFERENT LEVEL OF ARROGANCE".

But in the end there is no such perfect people, (hope) this is the best that can be done.

Apr 27 2012:
Customer loyalty rarely exists. What actually happens is repeat transactions. People will buy because a product is good, or the outlet is convenient, or because something has become fashionable. That doesn't mean that they either want or have a personal relationship with the supplier, which is what loyalty implies.

Currently many companies put a lot of effort into sales and marketing in order to acquire and retain customers, but undervalue the product quality and delivery which is what customers want. All the talk of customer loyalty programmes suggests that companies don't understand the fundamentals of what customers are looking for.

Apr 17 2012:
Leadership...
I am in charge of a small group of people at work.
My experience may be different from everyone´s else but i will share it.
I subdivide leadership in:
1. SET THE EXAMPLE, (The leader of the team must delegate but must also work, as anyone in the team, the leader must never forget he is also a worker
2. RESPECT (Respect to be respected, Remember the Golden Rule?)
3. SINCERITY
4. DO NOT BE AFFRAID OF SHARING KNOWLEDGE

During my years in my job my team has changed several times, and i have always achieved the same effect applying this principles. I still need to tryi it in a place wher i have to deal with a large number of people ans see if i can achieve the same results

Apr 17 2012:
I usually don´t go through that situation, but when it happens i work in my relationship with that individual. Not all people can be approached in the same manner. When something goes wrong our natural reaction is to put the blame on others, and maybe that is true but first i check my actions and make sure i am not the one sending the wrong signals. As team leaders our goal is to obtain pre-established levels of production. Only once i had to be very tough with one individual but always in the field of respect. And he is not on the "wave" but as a worker he resoponds as i expect him to do.
Another detail and on this one i would really want to know what you think. The word "boss" is banned in my work area. Since the first time newcomers are warned that they are not allowed to call me "boss" or chief or "jefe" (in spanish). I picture myself as an older brother that is in charge of the house while parents are not present. At first i thought i was lucky but in another field i have accomplished similar results. But as i said before i am looking for a chance test myself with larger groups of people.

I don't like the use of the word boss either. I like treating people by name.

I have always had leadership pushed on me..........I have a good work ethic, but cannot deal with telling people what to do.....it's not in me. I love educating people, and organizing, and I am a stickler for details......I am very detail oriented, and can stay one step ahead of everyone else, but I hate supervising adults......hence, I am a teacher........but still, I have had my share of headaches with assignments dealing with leadership.

It is wonderful that you work in a good environment. The way you describe it, your job sounds like something volunteers would do for no pay.....you know, like working for a charitable organization and the like.

I hope that you are able to continue to practice your great skills as an older brother, and that when you are supervising more individuals you will have equal success!

Apr 17 2012:
Dealing with people is not easy but you mentioned a key word "education". I also have traninig sessions. People make mistakes, that is normal. But when someone makes a mistake i dont jump at him. What i do is to cover that module in the next training session. I give people as much theory as i can. At first i thought it was difficult to tell people what to do. But sometimes instead of telling them what to do, you can educate them to do what they have to do. There are many ways to tell the same thiing. Methods are infinite.
Have good night

Apr 16 2012:
Yes - I too had the fortune of joining such a company.. ( which is what I have summarised).. Very many of the senior staff remained with the company for a very long time.. Over time it changes with the market forces, leadership changes and take overs etc.. But yes - there are such very HR friendly comapnies -- and the results also show!!!

Apr 15 2012:
Loyalty is not something you can look for in an employee or a customer.Loyalty depends on tastes and preferences.If you love your job, can you bear to leave it for something else you dislike just because they offer a bigger and jucier paycheck? When you work at something you like, you feel that you have a purpose there. The feeling that the things you do matters makes you loyal to that ideal, which is then characterised by preferences.
But money does play a part in this, if another company also lets you do what you love and pay more, it would be rational to transfer to that company, cetris paribus.

JiaChao I enjoyed your explanation. Don't you think also that, as Linda says, our loyalty should be to people, not organizations or brands?

I thought of something while reading your comment.......many times, it is because we are loyal, or have a sense of duty to our family and their welfare, that we work at a job we dislike.

I think the word loyal is so specific to a virtuous person.....someone whose heart conditition moves them, and who doesn't just do things "legallly".......I remember reading something about this once. It was a paper from the 1800's where someone defined a loyalist and a legalist person.

Anyways, I am rambling. I enjoyed your comment. Thank you for your reply in advance.

Apr 15 2012:
"cetris paribus" is a latin term commonly used in economics, it means with all other things or conditions held constant, which in this case things like the working environment, proximity to the workplace and working hours.
I agree that Linds's statement concerning applying loyalty to an organisation is also true to a certain extent but what you are actually loyal to is the company's ideals and not just the company. A brand or a company just by itself is nothing.
Thank you for your reply in advance and you're welcome.

I had never heard it before.....you know JiaChao, it is interesting that my parent's generation grew up with a sense of 'loyalty' to the shops where they did their everyday purchasing.......then when they arrived here in the states, little by little, they learned that you can comparison shop.....it was a totally new way of dealing with everyday life for them.

I feel that it involves what we stand for. I therefore, personally, use it pretty much to mean how I feel about my relationship with God, and my integrity to uphold bible principles.......I strive to be loyal to what I stand for.........but of course, in the thread of this conversation I know exactly what Glenn means.....I don't like making a big deal about words. I much prefer to discuss ideas and interact on any given subject.

Apr 15 2012:
Speaking of brands: Loyalty or return customer, when I am 100% satisfied with the product. If I am not here's what I do....return it.....if I notice that it is a quality control issue, I email, or call up the manufacturer.....which I have done with all kinds of items.....colored pencils, ice cream, tomato sauce, cold compresses for back aches...etc. I am always happy to receive coupons for receiving another FREE item from the manufacturer.....I usually wait a couple of months, then go back and purchase the exact same item to see if it was just a fluke....because mistakes do happen.

I am happy to report, that I have been able to use alot of the same brands for many years, but only because the quality is to my liking. I have also stopped consuming many different items, because they have lost quality, and have never regained it.

As far as employer....well, I'm with Linda......if I get paid, I stay.

As an educator, I don't deal much with alot of the office politics and goings on in other places. I'm in my room with my students....which is where I love to be.....

I would imagine that feeling job security, being respected, being considered in the decision making process, and good pay and benefits, might make one loyal to any employer.............but, we are all replaceable.....so best to not use "loyal". That is just my opinion of course.

Great question. Did it rain all day in N. Ft Myers?.....it's been raining all day here in S. Florida.:)

Apr 15 2012:
loyalty can be ascribed to anything we support. Be it a brand, an employer, a cause, or even a sentiment. The factors that determine just how loyal we are may be different for everyone and different for each "thing of interest" as well.

For example: I am loyal to the United States because I was born here. The United States does some pretty messed up things around the world that I don't like no agree with at all, yet I am still loyal to the country I love.

Apr 16 2012:
While I encourage global prosperity at every turn, I believe we have to fix our own backyard first. While our government may have taken a wrong turn I am still loyal because our nation is supposed to represent, freedom. So there are connections in many other areas too. I have lived here all my life minus a short work period abroad. There is a geographical tie as well as one of blood, most of my family live here.

I could probably go on the more I think about it. The previous sentence also brings up a good point. Many of the things that drive us in our decision making are subconscious. Which is why questions like this one are good, because they bring them into the focus of our conscious minds.

How I am loyal: By championing it's strengths. By paying taxes. By remaining here. By putting forth ideas on how to fix some of what needs fixed. By advocating other solutions that may work. By supporting causes and coming up with new ones. By simply saying "I am an American" and being proud of it.

Apr 16 2012:
Great, thanks for answering.......so then, sticking around a company that has issues and working with it, or buying a brand of something even though it is not the best sometimes might be necessary if we see ourselves as loyal. Just like to stick around the US, and say you are American and are proud of it, some might see their job, at a less than reputable firm as something to be proud of. Because maybe, just maybe, they feel they have something wonderful to offer it, and want to be part of the brains behind fixing whatever is wrong.

The US is a work in progress....much like many companies, gadgets, and dare I say, individuals.

Apr 10 2012:
Being respected and valued...being paid well...being told what a vital role you play... None of these things are done in Spain, which is why there is such a brain drain in the country...and the only reason people stay with their companies is out of fear rather than loyalty.

Apr 10 2012:
I believe loyalty in organizations can be created best when a group starts from nothing with each other. If goals are being accomplished, everyone will be content. It's also important to that every member of that group honestly is willing to sacrifice for the benefit for the well being of the group. Soon, this will automatically make the groups bond stronger. It would be stupid for one of those members to risk losing such a sure connection while being surrounded by selfish people in today's society.

Apr 10 2012:
Organizations are best suited to following the Silver Rule: Do unto others as they would have you do unto them. Treat people in a way that they want to be treated. Within the organization, treat everyone with respect.
In the operation of the organization, don't create rules that seem motivational, but are in reality time wasting, stupid, and condescending. Don't think that making people work longer hours will endear them to the organization. Productivity is related to work effort as well as work time. As time increases, effort, and productivity, decreases.
Students are not treated with respect at the deepest levels. In essence, they are told what to do and when to do it. This may be clothed in velvet by providing a variety of approaches or the freedom to choose partners or other flexibility. But the bottom line is that schools make students learn what society wants them to learn. Some students find loyalty through their school's sports activities, or by the personality of their favorite teacher. But the core structure of schooling today does little to promote loyalty neither in the students, nor the staff. Stupid, time wasting requirements, in the name of responsibility or accountability are driving teachers ever deeper into adversarial positions with both the school administration, and society at large. At the very moment when the future needs the best and brightest teachers, fewer of the best and brightest students are electing to choose teaching as a career. And I don't blame them.
Of course not all schools follow this downward spiral. I applaud The Sisters of St. Joseph of Carondelet for their creation of a suitable environment for education. I hope the administrators of other schools will learn to apply a shared sense of purpose to their schools. But it seems that politics is much more important than the Silver Rule. It is easier to blame than to provide a loving environment.

Apr 10 2012:
We have all had great bosses and lousey bosses, excellent projects and dogs, Supervisors who liked us and some that would push us out of the window. In big companies your a number. If you woudl be loyal to a company then not a single employee would ever leave Google, Voted the best company to work for. I have only had three jobs and have retired from all three. I liked my work, I outlived many bad bosses/supervisors, I never invited a fellow worker to my home although there were good and bad people in the offices. So my answer is that I was never loyal to the company, the bosses, supervisors, or even fellow workers. I stayed as a matter of integerity. I signed a contract to provide services for compensation. I did my best to fulfill that contract and to be a trusted and valued employee. In the final analysis "unto thy own self be true" rules the day. All the best. Bob

Apr 9 2012:
Loyalty to an organization is undermined if the leadership shows itself to be deceitful or corrupt either in public or in private dealings. Staff want to know that leaders will stand by them when they are in the right, even when that takes courage because of the political environment or the leader's personal ambitions. Staff want leaders to tell them the truth and to share information appropriately so that staff can do their best work.

Apr 8 2012:
Involvement. Almost all people will respond positively to attempt to make them part of a larger group effort. As long as you make someone feel like their energy is invested in an outcome they will be loyal to it. It seems to work the same way with brands. The more experience and involvement a customer feels it has with brand the more loyalty that customer will feel. On the opposte side though, an employee who feels ignored or unimportant in a system will, at the first opportunity, strike out at or try to harm that system.

May 6 2012:
Management which recognizes that WHAT we achieve (reflected in quarterly reports, profits, clients - things you can measure and put a number to) must not whipe out the importance of HOW we came to do it (sharing responsibility in decision making, creating an environment in which people feel they are a valuable part of the process, that their opinion matters - therefore, things which are difficult to quantify and chart).

Apr 30 2012:
Let me start by saying that I have tried to work for large corporations and have discovered that primarily due to the decision making process and the overall treatment of employees that Corporate America is not for me. The last company I worked for was a small family owned company. I was treated with respect and I was empowered to make decisions (right or wrong). I would have to face the realistic consequences of my wrong decisions, but nothing out of line. My ideas were heard and considered even if all of them were not implemented. I suppose the long story short is that I was treated as part of the company and not as an employee. I was unfortunately let go due to the closing of an office, but still feel a loyalty toward them.

Apr 28 2012:
I do not know this loyalty, you speak of. I see as much loyalty as is required to stay within the shared behaviors protocols. Anything more than that, is a bonus. Loyalty is somehow linked to your pay cheque - no?

Apr 28 2012:
Hi Glenn,
Admire your question,Well according to me , transparency between the employee and employer is definitely going to create loyalty within any organization. The senior management/board of directors has to be completely frank about their profit and loss statements with the employees of the organization.
Transparency between manager and employee and clear communication will definitively inspire loyalty within the organizations
Creating more recreational activities like fun at work within the organization will definitively help employee build a good relationship with the organization

I am an associate veterinarian and I agree with what you say. It is not for lack of effort that I have tried to be a leader and inspire my coworkers. Unfortunately, the low morale and disgruntled employees comes from a problem deep within the organization and stems from a boss who does not know how to manage a practice. I am not given any authority or power to change anything, but I try and keep a positive attitude. I had started to plan some fun activities outside of work to rebuild good relationships, but then it fell apart.

How do you inspire the boss to want to build a happy workplace?? I have had numerous talks and discussions, to no avail. To be quite honest, I think that is what is burning me out more than anything. His lack of concern for the well-being of his staff. He is not open about his P&L and instead, keeps me and the other associate in the dark and we have not had any mention of raises or bonuses in 2 years. I just started with this practice 2 years ago, and things seem to be going well enough for the boss to have a second home with sailboat and hire an au pair for his kids. Other concerns are questionable ethics regarding some decisions the boss has made, and I cannot trust his motives.

Apr 30 2012:
Hello Michelle,
I completely understand your concerns . In such a case, take a meeting request with your manager and openly discuss the issue.Don't be worried about losing your job as there are lot of opportunities in this whole world. I m sure , there is some thing bothering your boss , we just need to understand that. Do a regular follow up with your boss , he would be more than happy to help you.

I have talked about this with many of my friends who either just started working (a couple of years) or who have their own companies. It always comes down to either 1 of the three named above or a combination of those three.

Apr 18 2012:
At inter-personal level "mutual respect" is the key term which inspires loyalty but beneath the surface lie self assessed cost-benefit analysis & inertia of complacence.
Most of the times these factors influence my loyalty OR shift in my loyalty!

Apr 17 2012:
If they pay well and if they treat me and others well, then I may be loyal to that company. I am not entirely focused on customer loyalty though. I find that products need to be compared on a larger scale instead of looking at one aspect of the product.

Apr 15 2012:
My loyalty to any organization, wether one I work for or purchase products from extends only as far as their loyalty to me.
I try to be loyal to companies whose products I buy and which provide good value, but when their quality drops, or their products change (invariably in ways that leave me with less for more) I don't hesitate to search out other alternatives. Changing the design of a package and thinking I'm too stupid to notice that all of a sudden I've got less is a good way to lose my loyalty. I think of this as a form of deception.
Much the same holds true for employers: If I don't feel valued, or my contribution isn't rewarded at reasonable, fair market rates, I shift my loyalty. As a for instance, I spent 8 years working for a local company as a contractor, turning out some of the best work that my area had seen in a generation, but because my quality was incredibly high, my production was lower than some other contractors. I was often sent to "repair" their shoddy work, which didn't pay as well, and I was also kept on the "back-burner" while waiting for jobs that only I could do justice to, during which time the shoddy workers were kept fully employed....
If I've learned one thing in my 25 years of working, anyone loyal to anyone but themselves is a fool.

Edit:
Well, on reflection, what I wrote yesterday seems a little rash :7
If I could expand a bit; what I should have said was something more along the lines of: Loyalty is an emotional response, IMHO, and emotions and business don't mix well. I don't believe for a minute that most employer's loyalties wouldn't extend past a a certain cost/benifit ratio, and neither should one's own.

Apr 15 2012:
I am responding here because the reply buttons are few.....I think perhaps your question, and subsequent comments referring to individuals being loyal to a brand regardless of it's quality and effectiveness, might have something to do with people's critical thinking ability............we are having a great conversation on this very topic.....check it out:

Apr 14 2012:
An organization built on trust and ethics.
Where colleagues are like family friends..
An inspiring yet kind leadership..
An employee friendly organization which allows people to be nice to each other rather than being fiercely competitive to stay afloat.

But then the local office manager retired, a new boss came in, and that branch had to be closed and relocated. My friend quit before this happened because she saw the writing on the wall. One rotten apple can spoil the whole bunch....as the saying goes.

Apr 14 2012:
I believe without a doubt that the thing that inspires loyalty in my organization is mutual respect. In saying that I also believe that some people have a propensity to loyalty regardless of circumstances. This can stem from family values, life experiences, upbringing and work experiences.

Additional to mutual respect is confidence in the organization which comes about through positive relationships and trust.

When the many parts of the whole work together, rather than pulling in different directions, harmony is evident and success more attainable

My business was recently acquired and my sense of loyalty has gone straight down the drain, primarily because my new employer conducts business in secrecy and for self-gratification. There is no sense of mission, of purpose.

Apr 13 2012:
My customers are children and parents and I have been fortunate to see loyalty displayed on many occasions.

Children have an immense capacity to show loyalty.

I agree with Salim, it's about openness.

Here's an example, this Easter we needed to have a massive amount of painting done on a school set for this year's entry into Rock Challenge (a big dance and drama competition open to all schools). I was basically on my own doing it and these two students remembered I'd mentioned it before the holidays and turned up to help without a reminder or me begging them to come. They just showed up and stayed the whole day, and they really worked, I mean REALLY worked all day painting this set. They made no fuss and then said thank you at the end of the day and left. I was humbled and supremely grateful. That loyalty has been carved deeply for them to give up a day of their holiday. I thought I've got to repay that loyalty.

I also agree with Linda, essentially people are loyal to people (many of whom, sometimes as part of a team become synonymous with a brand or organization). I believe customers develop loyalty if they feel valued.

I've just read ' It's not just who you know' by Tommy Spaulding who talks about 'Penthouse relationships' excellent reading on just this subject. He also talks about how and why the BACK of a business card is more important than the front, in other words the personal stuff we only tell people when we trust them which ultimately builds in loyalty. I think this is fascinating and has changed the way I view business exchanges completely, I'm even thinking of having mine re-printed!

Apr 11 2012:
Respect, honesty, empathy, and direct nonjudgmental interaction to improve the working conditions without a decreasing product/Service output . Everyone feels important and feel that they are contributing to the goal.of the organization. Criticism is taken as suggestions and respect and empathy for people's feelings no one is judged. Their output if reduced, help from within the organization to identify the obstacle the reduced an employees output. Once hired and gone through the trail period an employee should feel part of the organization as a family member.
The Organization must stand behind a long term employees for all humans have low point and it is the organizations role to help as a friend not as an employer.

Apr 11 2012:
For me,loyalty is all about adhering to the protocols that an organisation set for its employees to follow.
i think u can adhere to protocols when u truly dedicate yourself wholeheartedly to the organisation what ever the scenario you might get involved in.

Apr 9 2012:
I work for a small University and I've never seen an organization with such incredibly devoted employees. The Sisters of St. Joseph of Carondelet formed Fontbonne (as well as several other higher education institutions around the world) on a single goal: service to the dear neighbor without distinction. It is a clear, simple mission that is in every hallway, on every publication, and in the voice of most anyone you bump into on campus. There are, I'm sure, a number of reasons for its employees' loyalty, but probably the most important is a shared sense of purpose. We are all here to help a world in need and to help each other. This is true of everyone from the highest levels of administration to those who work only part-time.

Apr 9 2012:
To me true loyalty is something that originates from a very deep level.
Loyalty can never be enforced nor can it be encouraged by external actions or incentives. Instead, I think that true loyalty can spark toward an organization when the individual feels seen, heard, and respected in his/her contributions and qualities- both negative and positive! If only the positive sides are seen or accepted one is constantly in a world of denial or hiding, which renders true loyalty impossible.

May 6 2012:
I will use my perspective,.......you are loyal for one main reason,...not to die,....you learn very quick how to respon and how to listen,....then you grow with the guys around you.......then like birds you flow together,....I guess it is what you do,...many jobs,...and many backrounds will always have a different out come..........to the your question.....

May 4 2012:
Fascinating question!
In some places I've felt it and in others not.
My experience has been that loyalty from an employee to his organization comes from many different factors. Respect for one's colleagues who must be competent/ethical, and the same goes for one's boss. From the management: space to be heard (respected), autonomy in one's daily work and the liberty to be creative and make some decisions, and this requires trust. And most of all, I think, the feeling that one is making a difference through his organisation. In that sense, I have a hard time believing you can feel this when working in the private sector in a profit-making organisation, although some companies are obviously better than others (The usual example being Google, Apple, etc.). It seems to me this loyalty is easier to feel if you work for international organizations, NGOs, etc. where you feel you are taking part in something that is bigger than you.
Cheers!

May 4 2012:
Well! I believe generalizing one particular aspect will not create loyalty among all. Everyone are different and have different reasons for being loyal with the company. The only way to find out is to have a clear communication between the employees and the employer. The responsibility can be distributed with the respective department Managers in a large firm and in small companies, it is easier to find out.

Some work for the salary and some continue to work when they are recognized and rewarded for their endeavors, while some work for the perks and some simply for the Brand. I would conclude that loyalty is an individual thing and everyone does not prefer frequent changes.

Thank you for your advice and I am planning on having a meeting to discuss some concerns. I am not overly concerned with losing my job as I think I pull in a decent amount of production for the practice, and we are quite limited in our area for veterinarians and good ones at that. But it works both ways. I am unfortunately limited in options near by as well, but I am not letting that stop me.

Apr 29 2012:
For me trust and loyalty go hand in hand. Loyalty is inspired by the honesty and sincerity with which someone (employer or brand) acts for our MUTUAL benefit.

Story:
When I was a teen, I worked in a fast food restaurant. Our manager was very demanding. She expected hard work, high quality, good service, cleanliness, attention to detail, etc. We had a lot of loyal customers and she taught us to treat them right.

One day a customer came into the store, and started verbally abusing our cashier to the point of tears. When our manager came out, the customer apparently expected our manager to "address" her unreasonable demands.
Our manager instead threw this ex-customer out of our store telling her that she was not welcome back. She would not tolerate anyone abusing her employees.

Our manager demanded a lot from us, but she was very loyal to us, and we were very loyal to her.

Apr 25 2012:
In my personal experience having worked for 5 companies in 10years, I was not able to give my loyalty to those companies I have worked with that cannot give me security of tenure, (3 companies of 5) I thought that I might spend a lot of my strength, my talent and skills for them but will not get benefit and security in the end.

However, I have worked in 1 of those company for almost 6 years, at first I was not enjoying my work there being a non-accounting graduate working in accounting department but later on, I was able to learn the job and enjoy the company of my office mates and my boss and enjoying other work assigned to me. I was able to like then love the job and the office, until there was a change in the management. In this new management, I felt I that my freedom was suppressed and I felt like the new management has lessen the trust in me and I felt like they count whatever good things they gave us and so I realized to expand my territory by searching for other better company until I was invited to join the government office. I hope here, I can better see myself being loyal in serving people than my office, for now its too early to say..